Lay Sample Clauses
The "Lay" clause defines the allocation of responsibility for loading, unloading, or handling cargo at a port or terminal. Typically, it specifies which party—such as the shipper, receiver, or charterer—is responsible for arranging and paying for the labor and equipment needed to move goods on or off a vessel. For example, the clause may state that the charterer must provide stevedores or that the shipowner will handle all loading operations. Its core practical function is to clearly assign operational duties and costs related to cargo handling, thereby preventing disputes and ensuring efficient port operations.
Lay off allowances will cease as follows:
(a) When lay-off allowance entitlement is used up.
(b) When the employee reports for work subsequent to recall.
(c) When the employee fails to report for work after recall.
(d) When the employee is disentitled or disqualified from Employment Insurance payments.
(e) When the employee obtains other employment.
(f) If the employee resigns.
Lay off notice shall be given in reverse order of seniority to employee(s) in the Department and classification as determined by the Employer where the reduction is about to occur.
Lay. In the event of a permanent work force reduction, the employer shall advise the Union at least one hundred and twenty days prior to the reductions. The notice will outline the reasons for the workforce reduction, the location and the number of employees affected. Employees, subject to a permanent workforce reduction or subject to indefinite layoff, will be advised no less than ninety days prior to the date of layoff, The employer and the union shall meet and discuss the situation within thirty days following such notice to look at reasonable alternatives to layoff. The employee(s) affected by the reduction shall be advised at least ninety days, or such shorter notice as may be agreed upon by the parties, prior to the reduction taking effect. At either the employee’s or the Employer’s option, pay in lieu of notice may be granted. This is in addition to any severance provided for in the collective agreement. The employee will continue to accrue benefits and be covered by the Health Care Plans during this pay in lieu period except for Long Term Disability and for a further period not to exceed six months after layoff or until whichever comes first. During the notice period, the Employer shall provide job search assistance and time off with pay for the purpose of seeking alternate employment. Prior to resorting to layoffs, an employee who is identified as being affected by the layoff will be given a preference for appointment to any vacant position at the same classification level, or any vacant position of a lower classification if there is no vacant position at the same classification, within the bargaining unit, providing such employee has the ability to perform the required key elements of the vacant job or may qualify within a reasonable training period to be determined by the Employer not to exceed three months. An employee who refuses to be assigned or appointed shall be subject to layoff in accordance with the remaining provisions of this Article. Should it become necessary to resort to layoffs, the employee subject to layoff shall have the option
Lay. OFF-RECALL-SEVERANCE PAY (P)
1. Definition of Qualifications [Lay-off - Recall]
a. In this Article, ―necessary qualifications‖ in respect of a teaching assignment means a reasonable expectation, based on the certification, training, education, and experience of a teacher that that teacher will be able to perform the duties of the assignment in a satisfactory manner.
b. The determination of whether or not a teacher has the necessary qualifications for a teaching assignment shall be subject to the grievance procedure.
c. In determining whether or not a teacher has the necessary qualifications for a position, the availability of education courses or other retraining opportunities relevant to the position, which the teacher is willing and able to complete prior to assuming the position, shall be taken into consideration.
Lay offs under the provisions of the Collective Agreement shall include the reduction of daily or biweekly hours of any full-time or part-time employees.
Lay off means a disruption of employment due to a lack of work or the discontinuance of a function at the Yukon Arts Centre, either on a temporary basis when the Employer intends to recall the employee within a reasonable period of time, or on a permanent basis where re-hire is not likely within one (1) year;
Lay. Off When an employee is laid off, the Company shall forward to him/her, by registered mail, his/her Record of Employment within five (5) calendar days of his/her last day worked. Notification of lay-off to an employee will be in accordance with the Canada Labor Code. ▇▇▇▇▇ earned by an employee laid off will be paid on the regular pay day with all other monies owing to be paid within fourteen (14) calendar days of layoff. The Union shall be notified of proposed lay-offs on the day of notification to the employee(s) wherever possible.
Lay. The Employer shall lay off employees in reverse order of their seniority in that classification. A regular employee who is subject to lay-off may bump another employee provided that the employee has greater classification seniority than the employee that he wishes to bump. Employees who are laid off must exercise their bumping rights within four (24) hours of notification. Failure on the part of the employee to exercise his seniority rights within the stipulated (24) hours shall result in the employee taking the job assigned to him. Employees failing to exercise seniority rights within the stipulated time shall be deemed to have forfeited their rights under Articles and Regular hourly paid employees shall be notified before quitting time if they will not be required to work their next regular work day.
Lay. Off Provisions) shall not be applicable to employees during their probationary period.
Lay. In the event of a staff reduction resulting in a lay-off of personnel, the employee with the least seniority will be the first laid off provided the employees retained have the required skills and ability to do the remaining work. Subject to the requirements outlined in no new employees will be hired until those employees who are on lay-off are given an opportunity for re-employment, provided such employees have the necessary qualifications to perform the available work. Employees who are to be laid off shall be given at least five (5) working days prior written notice of the lay-off unless the lay-off is brought about by reasons beyond the control of the Board. Such notice shall contain the reasons for the lay-off. In the event of a permanent lay-off, the provisions of the Employment Standards Act will prevail. While it is recognized that the Board has the right to contract out, the right of the Board to exercise contracting out shall only be recognized if, as a result of contracting out, there is no reduction in the total number of members of the bargaining unit. Where a supervisor intends to interview an employee for disciplinary action, the supervisor shall so notify the employee in advance of the purpose of the interview in order that the employee may contact her ▇▇▇▇▇▇▇ to be present at the interview. A ▇▇▇▇▇▇▇ or local union officer shall have the right to have a staff representative present when a supervisor interviews employee for disciplinary action. In the event that the Board imposes any form of action on an employee which is recorded and placed in the personnel file, the employee shall receive a copy of the written record, and shall acknowledge in writing, without necessarily agreeing to its content, receipt of such record. The Board shall provide the Recording Secretary of the Local Union with a copy of any disciplinary notice given to an employee. Where a parent or other member of the files a complaint concerning an e, the may the complaint and may or may not decide to take appropriate disciplinary action. Should such disciplinary action be taken the provisions of The Board and the Union agree that there shall be no discrimination against any employee for reason of race, creed, colour, national origin, nationality, age, sex, place of residence, political or religious affiliations or beliefs or union membership or membership. The Board shall maintain a list o red t month employees who notified the Board in writing o their desire and availabil...